Employee Assistance Programs or EAPs are more and more recognised as part of today’s thinking around workplace wellbeing, particularly concerning mental health settings.
With this background, the clarity of the role and requirement related to EAPs in a franchise business becomes very essential in Australia for creating a supportive work environment. To get a better understanding of the topic, we’ll take a look at whether EAPs are mandatory, how they can benefit franchise businesses, and how to implement them effectively into your franchise business in Australia.
What are EAPs?
EAPs refer to Employee Assistance Programs, which are structured services including CFHP counselling provided by employers with the view to helping workers cope with such personal and work-related problems that can hamper performance, good health, and wellbeing.
Normally, EAPs provide counselling on a confidential basis, offering mental health, financial, and legal consultation services, among others. EAPs will work with employees across a variety of problems, ranging from stress and anxiety to substance abuse and family conflicts, in order for workers to be able to sustain their efficiency and their all-round well-being. (Sonder) Australian Psychological Society.
How EAP Support Can Boost Employee Morale
Implementation of the EAP can impact employees’ morale pretty greatly. Offering employees confidential support services to help with stress and challenges both inside and outside work will make the business less of an encumbrance to them. This may translate to increased satisfaction at work and decreased absenteeism, therefore better retention of employees. Indeed, several studies have proven that it is possible to reduce absenteeism by as much as 69% using EAP, improving general workplace satisfaction and building a more motivated and involved workforce.
Does Australia Have Any Laws Around Workplace Mental Health Support?
To answer this question, no, Australia does not mandate that employers implement an Employee Assistance Program (EAP).
While EAPs are not legally mandated for all businesses in Australia, including franchises, they do play a role in supporting an employer’s duties under Work Health and Safety Act 2011 (WHS). Under that law, an employer is obliged to offer its workers a safe working environment, which includes psychosocial risk controls related to workplace stressors, bullying, and harassment. Failure to deal with these risks can lead to serious legal consequences, such as fines and compensation claims. EAPs are one of the best proactive steps taken to balance these risks by providing early intervention and assistance to employees in order to foster a healthier and safer work environment. Foremind
Types of Issues that EAPs Can Help With
EAPs offer assistance in a myriad of both personal and professional issues. These can be:
Mental Health Concerns: Stress, anxiety, depression, and burnout are common issues that the EAP helps in dealing with through counselling and mental health support.
Substance Abuse: EAPs facilitate resources and referrals to employees who are experiencing problems with addiction to alcohol or drugs.
Financial and Legal Issues: Many EAPs advise about how to handle financial crises and legal issues that may be big problems.
Workplace Conflicts: EAPs can also resolve interpersonal conflicts and work-related stress, which improves general workplace harmony.
Family and Relationship Issues: An employee experiencing family problems such as separation, divorce, or bereavement may also receive assistance through the EAP services.
Implementing an EAP Program in Your Franchise
To implement an EAP in your franchise, it will take a little planning and consideration to ensure it meets your employees’ needs. Following are steps for you to consider:
Assess Your Employee’s Needs: Opinion surveys or focus groups will allow for the learning of the explicit needs and preferences of the employees. This will help in adopting an EAP that will be more functional and relevant.
Choose the Right EAP Provider: Decide whether to utilise an in-house EAP, an external provider, or a hybrid model. While each offers advantages (for instance, ensuring a higher degree of confidentiality with the use of an external provider or the accessibility added by an in-house service), each type of program under the umbrella of EAP has different perks on its own.
Inform Employees About EAP: Make sure that the employees are aware of the EAP and how to get access to it. Conduct regular communications either through an email or in person through posters or staff meetings, emphasizing its confidentiality and the wide range of services on offer in order to encourage participation.
Train Managers and Supervisors: Ensure that managers and supervisors in your organisation are trained to be in a position to identify when an employee would need EAP services and how to refer them discreetly.
Monitor and Evaluate the Program: Have regular reviews of the effectiveness of the EAP by way of employee feedback and usage rates. This aids in making adjustments when necessary to best cater to the needs of the employees.
Final Thoughts on EAPs in Franchises
Although there are no legislative or statutory requirements in Australia for EAPs in franchise businesses, they prove to be a very useful tool in promoting mental health and well-being within the organisation.
An EAP may assist a franchise not only to meet WHS-related obligations but also to foster a positive workplace culture, ensuring increased morale and productivity of employees. By selecting an appropriate EAP and properly promoting it, a franchise business will be well placed in knowing that everything possible is being done to support employees in thriving both inside and outside the workplace.